Why You Should Stop Talking HR

It’s Time to Make the Shift

When I arrived in Dubai’s fast-paced business environment, I expected to immerse myself in a truly modern landscape—and for the most part, I did. However, one area that still lags behind is how companies view their people. We are here to drive positive change by introducing fresh, modern perspectives on building strong, high-performing businesses—not just in Dubai, but across the globe.

Many organizations are starting to realize that the old ways of managing employees are no longer effective. Traditionally, companies have used the term Human Resources (HR) to describe the department responsible for hiring, firing, payroll, and compliance. But let's face it: HR often feels cold, boring, bureaucratic, and transactional. It's time for a change—and that change is People Management.

Why People Management?

Think about this: Would you rather be treated as a "resource" to be managed, or as a person whose growth and potential are nurtured? It’s a no-brainer. That’s why modern companies are shifting away from the HR label and embracing People Management, which focuses on creating meaningful relationships, building on growth, and aligning individual aspirations with organizational goals.

Simply put, People Management puts people first. It recognizes employees as more than just assets or numbers, but as human beings with unique talents, ambitions, and challenges. This is no longer a trend or buzzword—it’s a movement that’s here to stay. And if you're still referring to your HR department as "HR" in 2024, it's time to update your calendar.

The Empathetic Approach: People Over Paperwork

One of the key distinctions between HR and People Management is empathy. HR has often been seen as an administrative, behind-the-scenes function focused on policies and compliance. People Management, on the other hand, is all about understanding and addressing the real-life needs of employees.

For example, rather than just ensuring that an employee’s third leave request in a month is approved, a People Manager would take the time to ask why the employee is taking time off. Maybe they’re feeling overwhelmed, struggling with work-life balance, or experiencing personal challenges. By focusing on the human side, People Management allows leaders to be proactive in offering support, which could range from flexible working hours to mental health resources. This approach builds trust and loyalty, creating a more engaged and motivated workforce.

Example: Take the tech company Basecamp, which removed HR in favor of People Management. When employees need help, they don’t get shuffled between departments to handle administrative tasks. Instead, People Managers work directly with them to find solutions, often leading to higher morale and fewer conflicts.

Strategic Alignment: People Management for Growth

The second key difference lies in strategy. HR departments are often reactionary, addressing issues as they arise—whether it’s a staffing shortage or a sudden resignation. People Management, however, takes a more proactive approach, aligning employee development with broader business goals.

Imagine your company is preparing to launch a new product. Instead of waiting for a crisis, a People Manager would identify skills gaps early on and arrange for relevant training, mentoring, or hiring in advance. They’re constantly thinking about how to cultivate the right talent for the future. This not only prepares the business for growth but also creates opportunities for employees to upskill and advance their careers.

In People Management, the focus is on long-term development. Traditional HR might view an employee as a cog in the machine, but People Managers see them as a partner in driving the company's success.

Example: At Google, a major focus is put on employee growth and development through their People Operations department. They don’t wait for an employee to leave before trying to figure out why—they continuously offer feedback, career coaching, and learning opportunities, which results in innovation and keeps employees motivated.

Enhancing the Employee Experience: A Key Competitive Advantage

Let’s talk about the employee experience. In the past, HR was all about enforcing rules, ensuring compliance, and making sure processes were followed. This often created a culture of fear or discomfort around HR—no one likes being called into the HR office.

People Management, in contrast, puts employee experience at the forefront. A People Manager is less likely to call you in for a formal review and more likely to invite you to a conversation about your career aspirations, challenges, and how the company can support you. This approach leads to higher employee engagement, lower turnover, and increased productivity.

Imagine a company where employees feel valued, recognized, and supported. In such environments, employees are naturally more productive because they are emotionally invested in the company’s success.

Example: At our company, the Welfare Group, People Management is a core focus, where we actively promote our culture through leadership challenges, continuous feedback loops, and mental health initiatives. As a result, the Welfare Group automatically attracts extraordinary talented people who are waiting for an opportunity to join our fast growing company.?

Modern Leadership Demands People Management

It’s 2024—if your company is still using the term HR, you’re behind the times. The modern workplace demands more than policies and procedures. Leaders today need to be people-centric, adaptive, and empathetic. People Management reflects these modern needs. It isn’t just about managing the day-to-day tasks; it’s about inspiring employees, inspiring innovation, and ensuring that every team member feels like a valuable part of the company.

We live in a time when emotional intelligence, inclusivity, and transparency are paramount. People Managers are not just administrators—they are leaders who build strong, supportive cultures where employees can thrive. And as workplaces continue to evolve, the old HR model simply doesn’t cut it anymore.

Conclusion: Embrace the Future of People Management

If you’re still clinging to the outdated HR terminology, it’s time to rethink your approach. People Management isn’t just a rebranding exercise—it’s a fundamental shift in how we view our employees and their role in organizational success.

So, what can you do as a leader? Start by embedding People Management principles into your culture. Focus on relationships, be strategic in developing talent, and put the employee experience at the center of everything you do. By doing so, you’ll not only improve performance and engagement but also create a workplace that truly values its people.

And if anyone asks, remind them: it’s 2024, and People Management is here to stay.